The first step is knowing what to look out for. Types of Bias in Performance ReviewsĪlthough bias in evaluation is difficult to avoid completely, being aware of performance management bias can go a long way to help you create a more inclusive performance management system. A biased performance appraisal also makes it harder to judge how well an employee is actually doing: This can result in employee frustration and demotivation if an individual feels they have been held back unfairly from a promotion. A biased review can falsely inflate or deflate your performance metrics, giving you a false reading of the performance levels of your company. There is always a risk of bias in performance reviews because we are subjective humans.Ĭonscious or unconscious bias in performance reviews can obviously have a detrimental effect on your business. These biases could be down to pre-existing prejudices and stereotypes, or unconscious biases. You might encounter self-appraisal bias, racial bias in performance reviews, or errors and biases in performance appraisal for other reasons, as we will see shortly.
The downside to these performance reviews is that they can never be 100% objective. The feedback you get is also valuable for identifying who is eligible for rewards through any employee recognition programs you might have, such as pay for performance. Plus, employees have an opportunity to request performance coaching when necessary, which helps you build a high-performance culture. If you use tools like 9-box or stack ranking, then reviews can help you establish where each employee should rank. You can use feedback to monitor progress towards goals and design performance improvement plans. These reviews help you gather valuable data. This should be in addition to your regular salary review process or any employee performance self-appraisals. Even if your staff work from home, you should be conducting a regular performance review for remote workers. A performance review benefits employees and employers alike. In order to get the most from your continuous performance management strategy, you should be conducting regular employee performance reviews.
AFFINITY BIAS DEFINITION HOW TO
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